scholarly journals Authenticity or Self-Enhancement? Effects of Self-Presentation and Authentic Leadership on Trust and Performance

2022 ◽  
pp. 014920632110638
Author(s):  
Tae-Yeol Kim ◽  
Emily M. David ◽  
Tingting Chen ◽  
Yongyi Liang
Keyword(s):  
Job Performance ◽  
Indirect Effect ◽  
Indirect Effects ◽  
Survey Design ◽  
Negative Relationship ◽  
Self Presentation ◽  
Authentic Self ◽  
Working Groups ◽  
And Performance ◽  
Felt Trust

We theorized and tested an integrated model that examines the simultaneous effects of authentic self-expression and self-enhancement (including authentic and exaggerated self enhancement) on employee outcomes. Using a multisource, two-wave survey design and a sample of 143 working groups from 566 employees, we tested the indirect effects of self-presentation on job performance through (a) trust from coworkers and (b) felt trust from coworkers. We found that through trust from coworkers, authentic self-expression had a positive indirect effect on job performance, whereas authentic and exaggerated self-enhancement had negative indirect effects. Via felt trust from coworkers, authentic self-enhancement had a positive indirect effect on job performance, whereas exaggerated self-enhancement had a negative indirect effect. In addition, we identified a boundary condition of these relationships. The positive relationship between authentic self-expression and trust from coworkers and the negative relationship between exaggerated self-enhancement and trust from coworkers were stronger when working for highly authentic leaders. Contrary to expectations, the relationship between authentic self-enhancement and trust from coworkers was negative and significant when working for less authentic leaders.

scholarly journals Pengaruh Kualitas Pelayanan dan Motivasi Kerja terhadap Kinerja Melalui Kepuasan Kerja Pegawai Pada Kantor BPPRD Palangka Raya

2020 ◽  
Vol 1 (3) ◽  
pp. 179-186
Author(s):  
Reiny Irianti Poetri ◽  
Bambang Mantikei ◽  
Thresia Kristiana
Keyword(s):  
Job Satisfaction ◽  
Service Quality ◽  
Path Analysis ◽  
Indirect Effect ◽  
Indirect Effects ◽  
Work Motivation ◽  
Employee Performance ◽  
Secondary Data ◽  
Service Staff ◽  
And Performance

Government agencies' service standards have been established based on MENPAN Decree No. 25/2004. Therefore it is necessary to review the giving of work motivation, so that job satisfaction and performance can be improved again. The purpose of this research is to measure and analyze the direct and indirect effects of service quality, work motiva-tion, on job satisfaction and performance and to measure and analyze the direct influence and indirect effect between job satisfactions on employee performance. The sample of the study consisted of 200 people taxpayers service staff Palangka Raya BPPRD Office. Research data in the form of primary and secondary data obtained through observation and questionnaires. Data were analyzed using path analysis, while the job satisfaction variable was an intervening varia-ble and performance was the dependent variable (the dependent variable). From the results of path analysis where the direct effect between service quality on job satisfaction and on performance has a significant effect, and work motiva-tion on job satisfaction is not significant. While the indirect effect (indirect effects) quality of service on performance through job satisfaction with a coefficient of 0.115 is greater than work motivation on performance through job satis-faction by 0.030, meaning that work motivation on performance through job satisfaction has a non-significant effect.

scholarly journals Are All Challenges Equal?

2020 ◽  
Vol 19 (1) ◽  
pp. 33-43
Author(s):  
Roy B. L. Sijbom ◽  
Bernd Carette ◽  
Nicoletta G. Dimitrova
Keyword(s):  
Job Performance ◽  
Field Study ◽  
Wave Field ◽  
Negative Relationship ◽  
Goal Theory ◽  
Job Experiences ◽  
And Performance ◽  
Approach Goals ◽  
Advance Theory ◽  
Practical Implications

Abstract. This study seeks to advance theory on the motivational underpinnings of striving for challenge. We propose and empirically demonstrate that challenging job experiences can be meaningfully subdivided into private challenging job experiences (private challenges) and public challenging job experiences (public challenges). Drawing on achievement goal theory, in a two-wave field study among 226 employees (Study 1) and a multi-source field study among 326 employees (Study 2), we found initial evidence regarding differential effects of employees' mastery-approach goals and performance-approach goals in relation to private challenges and public challenges. Furthermore, Study 2 showed a negative relationship between performance-approach goals and supervisor-rated in-role job performance when public challenges were low. Theoretical and practical implications of these findings are discussed.

Humor Makes Them Want to Stay

2017 ◽  
Vol 61 (3) ◽  
pp. 105-122 ◽  
Author(s):  
Alexander Pundt ◽  
René Fröhlich ◽  
Friedemann W. Nerdinger
Keyword(s):  
Boundary Conditions ◽  
Indirect Effect ◽  
Indirect Effects ◽  
Turnover Intentions ◽  
Negative Relationship ◽  
Communication Satisfaction ◽  
Survey Study ◽  
Aggressive Humor ◽  
The Relationship

Abstract. We investigate the relationship between humor in leadership and turnover intentions and focus on benign and aggressive humor. We propose indirect relationships between both benign and aggressive humor and turnover intentions via cynicism toward the leader. We expect communication satisfaction to moderate these relationships. In our survey study, we found a negative relationship between benign humor and cynicism, while aggressive humor in leadership was positively related to cynicism. We found indirect effects of benign and aggressive humor on turnover intentions mediated via cynicism. The indirect effect of benign humor was moderated by communication satisfaction in a way that benign humor was more strongly related to cynicism and indirectly to turnover intentions if communication satisfaction was low. The indirect effect of aggressive humor on turnover intentions was not moderated by communication satisfaction. Our study underlines the necessity to distinguish between benign and aggressive humor and to further explore its boundary conditions.

Jackson and Schuler (1985) Revisited: A Meta-Analysis of the Relationships Between Role Ambiguity, Role Conflict, and Job Performance

2000 ◽  
Vol 26 (1) ◽  
pp. 155-169 ◽  
Author(s):  
Travis C. Tubre ◽  
Judith M. Collins
Keyword(s):  
Job Performance ◽  
Role Conflict ◽  
Role Ambiguity ◽  
Meta Analysis ◽  
Negative Relationship ◽  
Small Sample ◽  
Reliability Estimates ◽  
And Performance ◽  
Small Sample Sizes ◽  
Meta Analyses

We conducted a meta-analysis of correlations between role ambiguity and job performance and role conflict and job performance. Previous meta-analyses of these role constructs and performance relationships (e.g., Jackson & Schuler, 1985) were limited by small sample sizes and sparse reporting of reliability estimates in primary studies. The present study used a comprehensive database with a larger sample size and a distribution of interrater reliabilities to extend the previous findings. We also tested moderator hypotheses proposed but not conducted by Jackson and Schuler. Results revealed a negative relationship (r52.21) between role ambiguity and job performance with moderating influences due to job type and rating source. A negligible relationship (r52.07) was observed for role conflict and job performance, a finding consistent across job types and rating sources. Conclusions were that role ambiguity ought not to be dismissed as an unimportant variable in the job performance domain.

Language anxiety and achievement

2001 ◽  
Vol 21 ◽  
pp. 112-126 ◽  
Author(s):  
Elaine Horwitz
Keyword(s):  
Foreign Language ◽  
Language Learning ◽  
Negative Relationship ◽  
Research Literature ◽  
Language Anxiety ◽  
Foreign Language Anxiety ◽  
Writing Anxiety ◽  
Self Presentation ◽  
Authentic Self ◽  
Learning Anxiety

This chapter considers the literature on language learning anxiety in an effort to clarify the relationship between anxiety and second language learning. It will first argue that language anxiety is a specific anxiety — rather than a trait anxiety — and discuss how this conceptualization has helped clarify the research literature. After Horwitz, Horwitz, and Cope (1986) proposed that a specific anxiety construct which they called Foreign Language Anxiety was responsible for students' uncomfortable experiences in language classes and offered an instrument, the Foreign Language Classroom Anxiety Scale (FLCAS), to measure this anxiety, findings concerning anxiety and language achievement have been relatively uniform, indicating a consistent moderate negative relationship between anxiety and achievement. However, some researchers (Sparks and Ganschow and their colleagues) have suggested that poor language learning is a cause rather than a result of language anxiety. This review concludes that anxiety is indeed a cause of poor language learning in some individuals and discusses possible sources of this anxiety, including difficulty in authentic self-presentation and various language teaching practices. In addition, it reports on new trends in language anxiety research that attempt to identify aspects of language learning (e.g., reading anxiety or writing anxiety) which provoke anxiety for some individuals.

Job Stress and Performance: A Study of Police Officers in Central Taiwan

2009 ◽  
Vol 37 (10) ◽  
pp. 1341-1356 ◽  
Author(s):  
Yu-Fen Chen
Keyword(s):  
Job Performance ◽  
Job Stress ◽  
Police Officers ◽  
Negative Relationship ◽  
Contextual Performance ◽  
Significant Negative Relationship ◽  
And Performance ◽  
Central Taiwan ◽  
The Relationship

The relationship between job stress and job performance of police officers in Taiwan was explored. A survey was designed and distributed to 1,067 police officers in central Taiwan. The 787 valid responses to this questionnaire were quantitatively analyzed. Major findings were: (1) Officers perceived that their job stress came mainly from “tasks”, and perceived “contextual performance” as higher than other domains of job performance. (2) The group feeling most stress were officers aged between 31-40 with 11-20 years' service, employed as general police officers not holding a supervising position, and who had graduated from the police college. (3) There was a significant negative relationship between job stress and job performance. Higher job stress led to lower job performance and vice versa.

scholarly journals Effects of Motivation on Staff Performance and Job Satisfaction in The University of Ilorin Library

2021 ◽  
Vol 5 (2) ◽  
pp. 91-104
Author(s):  
Abdulwahab Olanrewaju Issa
Keyword(s):  
Job Satisfaction ◽  
Job Performance ◽  
Survey Design ◽  
Great Influence ◽  
Staff Performance ◽  
Library Staff ◽  
And Performance ◽  
Job Performance And Satisfaction ◽  
Descriptive Survey ◽  
Work Done

This study examined the effects of motivation on job satisfaction and performance of librarians in University of Ilorin Library. It was observed that many employers have attempted several programs to motivate their employees, yet they have not worked for every category of staff in the library. Descriptive survey design was adopted for the study. The population of the study was made up of professional and paraprofessional librarians, which totaled 46 librarians. Relevant data for the study was collected using questionnaire and a total of 41 out of 46 copies of the questionnaire distributed were returned and found usable for the analysis, which was done by simple percentages and frequency tables. The finding revealed that librarians in job performance can be judged based on time taken to complete task, as well as the accuracy and quality of the work done. The finding confirmed that motivational factors such as opportunity for promotion, good working condition, involvement at work, promotion and financial reward affects the job performance and satisfaction of library staff. The finding revealed that job satisfaction has great influence on job performance. the findings also revealed that general job satisfaction exist among the librarians studied. The study concluded that staff performance and job satisfaction of library staff is dependent on motivation. The study recommended that, the existing constituents of job performance and satisfaction should be sustained/improved by ensuring well-set library goals, increment in salary, existence of training opportunity, sincere and annual appraisal, concrete job description and opportunity to participate in decision-making.

Energy Intakes of Ultraendurance Cyclists During Competition, an Observational Study

2012 ◽  
Vol 22 (1) ◽  
pp. 19-23 ◽  
Author(s):  
Katherine E. Black ◽  
Paula M.L. Skidmore ◽  
Rachel C. Brown
Keyword(s):  
Observational Study ◽  
Energy Intake ◽  
Energy Requirement ◽  
Negative Relationship ◽  
Computer Software ◽  
High Energy ◽  
Energy Deficit ◽  
Food Diary ◽  
Food And Drink ◽  
And Performance

Endurance events >10 hr are becoming increasingly popular but provide numerous physiological challenges, several of which can be attenuated with optimal nutritional intakes. Previous studies in ultraendurance races have reported large energy deficits during events. The authors therefore aimed to assess nutritional intakes in relation to performance among ultraendurance cyclists. This observational study included 18 cyclists in a 384-km cycle race. At race registration each cyclist’s support crew was provided with a food diary for their cyclist. On completion of the race, cyclists were asked to recall their race food and drink intakes. All food and fluids were analyzed using a computer software package. Mean (SD) time to complete the race was 16 hr 21 min (2 hr 2 min). Mean (SD) energy intake was 18.7 (8.6) MJ, compared with an estimated energy requirement for the race of 25.5 (7.4) MJ. There was a significant negative relationship between energy intake and time taken to complete the race (p = .023, r2 = −.283). Mean (SD) carbohydrate, fat, and protein intakes were 52 (27), 15.84 (56.43), and 2.94 (7.25) g/hr, respectively. Only carbohydrate (p = .015, r2 = −.563) and fat intake (p = .037, r2 = −.494) were associated with time taken to complete the race. This study demonstrates the difficulties in meeting the high energy demands of ultraendurance cycling. The relationship between energy intake and performance suggests that reducing the energy deficit may be advantageous. Given the high carbohydrate intakes of these athletes, increasing energy intake from fat should be investigated as a means of decreasing energy deficits.

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